Qualifications and Experience

Transcription

1 July 31, 2017 August 3, 2017 (revised) Ms. Lynette Horan Human Resources Manager Town of Eagle 200 Broadway P.O. Box 609 Eagle, CO Dear Ms. Horan: Thank you for the opportunity to provide you with a proposal for a Recruitment Advisor to assist with the Town Manager recruitment for the Town of Eagle. We are also providing you with our Full and Limited Scope Recruitment Proposal to give you an idea of the typical services we provide in our executive recruitments. We have assembled an excellent consulting team, knowledgeable about Colorado and Eagle specifically. GovHR USA ( GovHR ) prides itself on a tailored, personal approach to executive recruitment and selection, able to adapt to your specific requirements for the position. The following are our responses to your proposal: 1. Our Interest in the Project. The following information illustrates our experience in local government recruitment processes. We are committed to providing our clients with expert advice and counsel as they navigate this critical decision. One of our consultants recently moved to Eagle and is extremely excited about participating in this process. Qualifications and Experience GovHR is a public management consulting firm serving municipal clients and other public sector entities on a national basis. Our headquarters offices are in Northbrook, Illinois. We are a certified Female Business Enterprise in the State of Illinois, and work exclusively in the public sector. GovHR offers customized executive recruitment services and completes other management studies and consulting projects for communities. Please note the following key qualifications of our firm: Since our establishment in 2009, our consultants have conducted hundreds of recruitments in 24 states, with an increase in business of at least 30% each year. Twenty-eight (28%) of our clients are repeat clients, the best indicator of satisfaction with our services. Surveys of our clients show that 94% rate their overall experience with our firm as Outstanding, and indicate that they plan to use our services or highly recommend us in the future. Our state of the art processes, including extensive use of social media for candidate outreach and skype interviews with potential finalist candidates, ensure a successful recruitment for your organization. Our high quality, thorough Recruitment Brochure reflects the knowledge we will have about your community and your organization, and will provide important information to potential candidates. 630 Dundee Road, Suite 130, Northbrook, Illinois Local: Toll Free: GovHR ( ) Fax: GovHRUSA.com EXECUTIVE RECRUITMENT INTERIM STAFFING MANAGEMENT AND HUMAN RESOURCE CONSULTING

2 page 2 We provide a two-year guarantee for our recruitments. Less than 1% of our clients have had to invoke the guarantee. The firm has a total of twenty-two consultants, both generalists and specialists (public safety, public works, finance, parks, etc.), who are based in Arizona, Florida, Illinois, Indiana, Michigan, and Wisconsin, as well as five reference specialists and eight support staff. Our consultants are experienced executive recruiters who have conducted over 600 recruitments, working with cities, counties, special districts and other governmental entities of all sizes throughout the country. In addition, we have held leadership positions within local government, giving us an understanding of the complexities and challenges facing today s public sector leaders. GovHR is led by Heidi Voorhees, President, and Joellen Earl, Chief Executive Officer. Ms. Voorhees previously spent 8 years with the nationally recognized public sector consulting firm, The PAR Group, and was President of The PAR Group from Ms. Voorhees has conducted more than 240 recruitments in her management consulting career, with many of her clients repeat clients, attesting to the high quality of work performed for them. In addition to her 12 years of executive recruitment and management consulting experience, Ms. Voorhees has 19 years of local government leadership and management service, with ten years as the Village Manager for the Village of Wilmette. Ms. Earl is a seasoned manager, with expertise in public sector human resources management. She has held positions from Human Resources Director and Administrative Services Director to Assistant Town Manager and Assistant County Manager. Ms. Earl has worked in forms of government ranging from Open Town Meeting to Council-Manager and has supervised all municipal and county departments ranging from Public Safety and Public Works to Mental Health and Social Services. Consultants Assigned 2. Team Resumes We are very pleased to offer a skilled team who are also local to Eagle. Tim Gagen is a former Colorado manager who lives near Eagle and Cristi Musser is an experienced consultant who resides in Eagle. Tim Gagen GovHR will partner with Colorado resident Tim Gagen. Mr. Gagen has more than 35 years experience in local government management of which more than 20 years has been in Colorado. Mr. Gagen served as City Manager for Commerce City, Colorado from , and then served as Town Manager for Breckenridge, Colorado for 16 years until He has been President of the Colorado City and County Management Association and currently serves as a Senior Advisor for the International City and County Management Association. Mr. Gagen will be available to meet with Town representatives to further define the scope of services desired in the Town s efforts to appoint its next Town Manager. If a Full or Limited Scope recruitment is desired, Mr. Gagen will be supported by Ms. Voorhees and a home office Reference Specialist and Recruitment Coordinator. Ms. Voorhees biography is attached to this Proposal. Cristi Musser Vice President, GovHR USA, LLC Cristi Musser has nearly twenty years of experience in all facets of municipal and county government management in Illinois, Oregon, and California. She formerly served as the Director of Support Services for suburban Washington County; the second largest County in Oregon. As Department head, she was responsible for Finance Operations and Audits; Human Resources, Purchasing, Risk Management,

3 page 3 Buildings and Grounds, Fleet Maintenance, and Information Technology. Her position also provided overall management and general supervision of the County s 911 Center. At Washington County, Ms. Musser s accomplishments included: spearheading the creation of a countywide intergovernmental agency to provide 911 dispatch services; reorganizing and updating the Finance Division s organizational structure, processes, and technology; negotiating and managing a variety of outsourcing contracts; developing and implementing internal reorganizations and process improvements; and establishing a professional Risk Management division. Prior experience includes working as a Senior Analyst for Marin County, California where she had extensive experience in budget and financial analysis, human resources, and labor relations. During her tenure, Ms. Musser also acted as the County Executive s representative to all criminal justice related departments, the County Library, and the Parks and Open Space Department. Ms. Musser recently joined GovHR USA after working for nearly four years as a Senior Management Consultant and Project Manager for Sikich LLP. In her role with Sikich, Ms. Musser s consulting work included compensation studies, organizational assessments and process mapping studies, and development of strategic plans. Recent compensation clients include the Village of Addison, the City of DeKalb, the DeKalb Public Library, and the Village of Park Forest. Ms. Musser s organizational assessment clients include Elgin Community College, Peoria County Court Administrator, the City of Bloomington, and the Village of Wilmette. Her strategic planning clients include the City of Dixon, the Village of Tinley Park, Metro West Council of Governments, and the City of St. Charles. Ms. Musser holds an MPA from Northern Illinois University. She attended Harvard University s program for Senior Executives in State and Local government. References 3. The following references can speak to the quality of service provided by GovHR: San Miguel County, CO (Road and Bridge Director, 2016) Cristi Musser and Sarah McKee Lynn Black County Administrator 335 W. Colorado Ave Telluride, CO lynnb@sanmiguelcountyco.gov Plainfield, IL (Director of Planning, 2016) Heidi Voorhees (Economic Development Specialist, 2016) Heidi Voorhees (Human Resources Manager, 2016) Heidi Voorhees Traci Pleckham Director of Management Services W. Lockport Street Plainfield, IL tpleckham@goplainfield.com City of Cambridge, Massachusetts City Manager Recruitment (2016) Heidi Voorhees and Joellen Earl 795 Massachusetts Avenue Cambridge, MA 02139

4 page Sheila Keady Rawson Human Resources Director and Search Committee Co-Chair skeady@cambridgema.gov David Maher Councilmember and Search Committee Co-Chair dmaher@cambridgema.gov GovHR welcomes the Town to contact any of these former clients for a reference, or GovHR can request letters of recommendation from them if the Town so desires. Further, a complete list of our clients is available at and we can provide you with additional contact information for references from that list, if requested. 4. Similar Projects: Basalt, Colorado (September, 2016) Mr. Gagen was hired by the Town to assist and advise them on conducting a recruitment for a new Town Manager, find an interim manager, and advise the acting manager. He developed a profile of the preferred potential manager and advised the Town on various approaches to recruitment. Contact: Mayor Jacque Whitsitt, ; Jacque.whitsitt@basalt.com. Fee: $6,500 In addition, as the Town Manager of Breckenridge, Mr. Gagen conducted numerous recruitments for department heads and assistant town managers. He also assisted other Towns such as Frisco and Georgetown with their recruitments by serving on interview panels. GovHR does not have recent projects that are exactly on point with the Town of Eagle, but the following are projects that Ms. Musser has co-led: San Miguel County Road and Bridge Director recruitment (8/25/16 11/14/16) Fee: Bid $21,500; Actual $19,848 including expenses Contact: Kristl Howard, HR Director, , kristlh@sanmiguelcountyco.gov San Miguel County Chief Building Official recruitment (2/6/17 5/31/17) Fee: Bid $21,500, Actual $18,408 including expenses Contact: Kristl Howard, see above Ms. Musser s work for San Miguel County included recruitments for the Road and Bridge Director and the Chief Building Official. These were challenging recruitments not only because the County is a remote and culturally diverse Colorado mountain resort community with a high cost of living, but also because the candidate pool for these particular jobs is limited. The recruitments required Ms. Musser to meet with a variety of officials to identify each position s unique challenges and attract and vet candidates capable of meeting those challenges. Schaumburg, IL Park District, Director of Human Resources recruitment (5/15/16 8/23/16) Fee: Bid$18,000, Actual $16,073 including expenses Contact: Tony LaFrenere, Executive Director, , x1028; tlafrenere@parkfun.com Project Timelines: All three of the above referenced projects fell close to GovHR s estimate of a 90 day process. From time to time a recruitment process does take longer, particularly if the client does not find the right candidate in the first round effort. There is no additional consulting charge for GovHR to solicit additional candidates for the client to consider.

5 page 5 Prior to joining GovHR, Ms. Musser worked as a Senior Management Consultant and Project Manager for Sikich, LLP. Although her experience with Sikich was not in the recruitment area, her work preparing strategic plans for municipalities is directly applicable to this consulting project. Ms. Musser prepared more than 20 municipal strategic plans while she was with Sikich. Development of these plans involved facilitating Board meetings to gain consensus on long and short term goals. For most clients, the strategic plan included community outreach in the form of facilitated community and business focus groups designed to provide the Council with a SWAT (strengths, weaknesses, opportunities and threats) analysis feedback from the community. 5. Willingness to Sign Consulting Agreement. GovHR has reviewed the proposed Consulting Agreement and is willing to sign and abide by its terms. 6. Insurance Limits and our Ability to Comply with the Insurance Section of the Contract. GovHR currently maintains $1,000,000 Professional and General Liability coverage, and $500,000 Workers Compensation. GovHR is unable to add the Town of Eagle to our Automobile Liability policy. We only hold hired and non-owned Automobile coverage. GovHR is willing to maintain the remaining insurance coverages required by the Consulting Agreement, and will comply with the provisions in the Insurance Section of the Consulting Agreement. 7. Hourly Rate for Personnel and Fee Schedule The hourly rate for our personnel is as follows: Consultants: $100/hour Recruitment Coordinator: $55/hour Reference Specialist: $75/per reference Reimbursable Expenses: Reimbursable expenses include consultant travel (minimal); technology fee for outreach and social media work ($400); due diligence/background checks on candidates ($165 per candidate); cost for printing of recruitment reports ($35 per book) Fee schedule for remainder of fees related to the recruitment and selection process are listed after each phase of the recruitment process outlined in the next sections. Scope of Work Full Scope Recruitment Process A typical recruitment and selection process takes approximately 175 hours to conduct. At least 50 hours of this time is administrative, including advertisement placement, reference interviews, and due diligence on candidates. We believe our experience and ability to professionally administer your recruitment will provide you with a diverse pool of highly qualified candidates for your position. GovHR clients are informed of the progress of a recruitment throughout the entire process. We are always available by mobile phone or should you have a question or need information about the recruitment. The RFP requests information regarding the longest amount of time a recruitment and selection process has taken. In July, 2015, GovHR began a search for the Town Manager of North Kingstown, Rhode Island. At the request of the Town Council, the recruitment process was suspended for several months until after the Council election. A candidate was successfully appointed to the position in April of 2016, approximately nine months after the search began. This was the longest amount of time a GovHR recruitment has taken, and the Council was ultimately pleased with the result. GovHR suggests the following approach to your recruitment, subject to your requests for modification:

6 page 6 Phase I Position Assessment, Position Announcement and Brochure Development Phase I will include the following steps: One-on-one interviews will be conducted with elected officials, staff and the public to develop our Recruitment Brochure. This important document outlines the expectations that the Board of Trustees has for its next Town Manager, providing us with the information we need to target our recruitment. During this process, we will assist you with establishing the salary for the position by conducting a salary survey of comparable communities, if requested. Development of a Position Announcement. Development of a detailed Recruitment Brochure for your review and approval. Agreement on a detailed Recruitment Timetable a typical recruitment takes 90 days from the time you sign the contract until you are ready to appoint the finalist candidate. Fee: $4,000 plus expenses Phase II Advertising, Candidate Recruitment and Outreach We make extensive use of social media as well as traditional outreach methods to ensure a diverse and highly qualified pool of candidates. In addition, our website is well known in the local government industry we typically have 5,000 visits to our website each month. Finally, we develop a database customized to your recruitment and can do an blast to thousands of potential candidates. Phase II will include the following steps: Placement of the Position Announcement in appropriate professional online publications. In addition to public sector publications and websites, outreach will include LinkedIn and other private sector resources. We can provide the Board with a list of where we intend to place the position announcement, if requested. The development of a database of potential candidates from across the country unique to the position and to the Town of Eagle, focusing on the leadership and management skills identified in Phase I as well as size of organization, and experience in addressing challenges and opportunities also outlined in Phase I. This database can range from several hundred to thousands of names depending on the parameters established for the outreach. Outreach will be done in person, and through and telephone contacts. GovHR consultants have extensive knowledge of the municipal government industry and will personally identify and contact potential candidates. With more than 600 collective years of municipal and consulting experience among our consultants, we often have inside knowledge about candidates. Fee: $2,500 plus expenses Phase III Candidate Evaluation and Screening Phase III will include the following steps: Review and evaluation of candidates credentials considering the criteria outlined in the Recruitment Brochure.

7 page 7 Candidates will be interviewed by skype or facetime to fully grasp their qualifications, experience and interpersonal skills. The interviews include asking specific questions about their experiences and skill sets as well as asking questions specific to the Position. We will ask follow up questions and probe specific areas. By utilizing skype or facetime we will have an assessment of their verbal skills and their level of energy for and interest in the position. Optional: One-way video Interview where finalist candidates answer interview questions on their own time. It's convenient for them and incredibly insightful for you. A link to each candidate video can be ed to you for your review. Formal and informal references and an internet/social media search of each candidate will be conducted to further verify candidates abilities, work ethic, management and leadership skills, analytical skills, interpersonal skills, ability to interact with the media, and any areas identified for improvement. All résumés will be acknowledged and contacts and inquiries from candidates will be personally handled by GovHR, ensuring that the Town s process is professional and well regarded by all who participate. Fee: $3,750 plus expenses Phase IV Presentation of Recommended Candidates Phase IV will include the following steps: GovHR will prepare a Recruitment Report that presents the credentials of those candidates most qualified for the position. You will advise us of the number of reports you will need for the individuals involved in this phase of the recruitment and selection process. We provide a binder which contains the candidate s cover letter and résumé. In addition, we prepare a mini résumé for each candidate, so that each candidate's credentials are presented in a uniform way. GovHR will provide you with a log of all candidates who applied. You may also review all the résumés, if requested. GovHR will meet with you on-site to review the Recruitment Report and expand upon the information provided. The report will arrive two to three days in advance of the meeting, giving you the opportunity to fully review it. In addition to the written report, we will spend 2 to 3 hours discussing the candidates by reviewing their skype interviews and providing excerpts from the references we will have conducted on the individuals. Fee: $1,000 plus expenses Phase V Interviewing Process Phase V will include the following steps: After the Recruitment Report is presented, the Interviewing Process will be finalized including the discussion of any specific components you deem appropriate, such as a writing sample or oral presentation. GovHR will develop the first and second round interview questions for your review and comment. GovHR will provide you with interview books that include the credentials each candidate submits, a set of questions with room for interviewers to make notes, and evaluation sheets to assist interviewers in assessing the candidate s skills and abilities.

8 page 8 GovHR will work with you to develop an interview schedule for the candidates, coordinating travel and accommodations. In addition to a structured interview with the Town, the schedule will incorporate a tour of Eagle s facilities and interviews with senior staff, if the Town so desires. Once candidates for interview are selected, additional references will be contacted, along with verification of educational credentials, criminal court, credit, and motor vehicle and records checks. GovHR recommends a two-step interviewing process with (typically) five or six candidates interviewed in the first round. Following this round, we strongly suggest that two or three candidates are selected for second round interviews. Again, we will prepare a second round of interview questions and an evaluation sheet. GovHR consultants will be present for all the interviews, serving as a resource and facilitator. Fee: $2,000 plus expenses Phase VI Appointment of Candidate GovHR will assist you as much as you request with the salary and benefit negotiations and drafting of an employment agreement, if appropriate. GovHR will notify all applicants of the final appointment, providing professional background information on the successful candidate. Fee: $750 plus expenses Philosophy Executive search is an important decision-making process for a community and our primary goal is to help our client to make a good decision. Our firm s executive recruitment philosophy embraces a professional process of integrity, trust, and respect toward all parties involved, and complete commitment toward meeting the expressed needs and desires of our client. All of our services are handled by principals of the firm who have established and well-regarded reputations in the search field, as well as actual operating experience in the public management fields in which they now consult. Each has impeccable professional credentials and unblemished personal reputations. Keeping both our client and prospective candidates informed on the status of the recruitment on a regular basis is also an important part of our recruitment process. Our work is carried out in an open manner with particular attention given toward seeking out critical factors of a client s organization and governance, and utilizing such information respectfully and discreetly in seeking out candidates who truly have the ability to meet the expectations and needs of the client working strenuously in developing a fully qualified, best match candidate pool for client consideration. Our process includes assistance in the critical final interview and selection phases of the recruitment, and availability to both client and candidate for months following the appointment. Our process was developed and refined over the years to meet the special, and often unique, needs and circumstances facing our local government, public management, and related not-for-profit clients. Recruitment Schedule A detailed recruitment schedule will be provided in Phase I. The recruitment and selection process typically takes 90 days from the time the contract is signed until the candidate is appointed. We can work with you on a shorter process, should you so desire. Our typical recruitment process includes the following milestones and deliverables:

9 page 9 Weeks 1-2 Weeks 3-8 Week 9 Week 10 Weeks On-site interviews of Town officials and staff, development and approval of recruitment brochure Deliverable: recruitment brochure Placement of professional announcements; candidate identification, screening, interview and evaluation by consultant Consultant recommendation to the Board of qualified candidates Deliverable: recruitment report Selection of candidate finalists by the Board; additional background and reference checks, report preparation and presentation Deliverable: interview reports including suggested questions and evaluation sheets Interviews of selected finalist candidates; Board recommendation of final candidate; negotiation, offer, acceptance and appointment Summary of Costs: Full Scope Price Recruitment Fee: Phase I - $4,000 Phase II - $2,500 Phase III - $3,750 Phase IV - $1,000 Phase V - $2,000 Phase VI - $750 Recruitment Expenses: (not to exceed) Expenses include consultant travel, postage/shipping, telephone, support services, candidate due diligence efforts. copying etc. $14,000 6,000 Advertising: *Advertising costs over $2,500 will be placed only with client approval. If less than $2,500, Client is billed only for actual cost. 2,500* Total: $22,500** **This fee does not include travel and accommodations for candidates interviewed. Recruitment brochures are produced as electronic files. Printed brochures can be provided, if requested, for an additional cost of $900.

10 page 10 The above cost proposal is predicated upon three consultant visits to the Town; the first for the recruitment brochure interview process; the second to present recommended candidates; and the third for the candidate interview process. Any additional consultant visits requested by the Town may result in an increase in the travel expenses and those expenses will be billed to the Client. Payment for Fees and Services Professional fees and expenses will be invoiced as follows: 1 st Payment: 1/3 of the Recruitment Fee (invoice sent upon acceptance of our proposal). 2 nd Payment: 1/3 of the Recruitment Fee and expenses incurred to date (invoice sent following the recommendation of candidates). Final Payment: 1/3 of the Recruitment Fee and all remaining expenses (invoice sent after recruitment is completed). Recruitment expenses and the costs for printing the Recruitment Brochure will be itemized in detail. Payment of invoices is due within thirty (30) days of receipt (unless the client advises that its normal payment procedures require 60 days.) GovHR Guarantee (Full Scope recruitments only) It is the policy of GovHR to assist our clients until an acceptable candidate is appointed to the position. Therefore, no additional professional fee would be incurred should the Client not make a selection from the initial group of recommended candidates and request additional candidates be developed for interview consideration. Additional reimbursable expenses may be incurred should the situation require consultant travel to Eagle beyond the planned three visits. Upon appointment of a candidate, GovHR provides the following guarantee: should the selected and appointed candidate, at the request of the Town or the employee s own determination, leave the employ of the Town within the first 24 months of appointment, we will, if desired, conduct another search for the cost of expenses and announcements only, if requested to do so within six months of the employee s departure. In addition, in accordance with the policy of our firm as well as established ethics in the executive search industry, we will not actively recruit the placed employees for a period of five years. Limited Scope Recruitment Process GovHR offers Clients a "Limited Scope" recruitment process, designed for municipal officials who require only partial assistance with a recruitment. Limited Scope Recruitment Process vs. Full Recruitment and Selection Process The first several components of a Limited Scope Recruitment Process and a Full Recruitment and Selection Process are similar and are designed to recruit candidates for the position. The consultant will visit the community, develop and place the job announcement, conduct outreach for candidates, review resumes and conduct telephone interviews. Two (2) references and education verification will be completed for each candidate. Finally, a Recruitment Portfolio that includes the information on the recommended candidates including résumés, cover letters and any supporting information the candidate submitted will be prepared and provided to the client via a candidate presentation meeting. At this point in the Limited Scope Recruitment process, GovHR involvement will be complete.

11 page 11 In summary, the major differences between the Limited Scope Recruitment Process and the Full Recruitment and Selection Process are: A Recruitment Flyer, instead of a full Brochure, will be prepared for the Limited Scope Recruitment. This will be one page which will consist of a brief description of the community, a few candidate traits and a short list of opportunities and the job ad all on a single page. This flyer will be distributed as a.pdf file. The Limited Scope Recruitment will include only the presentation of a single Recruitment Portfolio (for the client to reproduce) whereas a full Recruitment and Selection provides the client with as many books as requested. Any additional books will cost $35 each, plus postage. Once candidates for interview are selected, two additional references will be contacted. GovHR will not conduct background investigations (court, credit, motor vehicle records checks, etc.) GovHR will not offer any guarantee regarding the selection and tenure of the candidates. GovHR will bill the client immediately after presentation of candidates and will not redo the Recruitment and Selection Process if the Client is unsuccessful in hiring someone from the group of recommended candidates. Development of interview questions, second interview questions, and assistance with contract negotiations will be the responsibility of the client. Summary of Costs: Limited Scope Price Recruitment Fee Phase I - $4,000 Phase II - $2,500 Phase III - $3,750 Phase IV - $1,000 Post - Phase IV - $750 Recruitment Expenses: (not to exceed) Expenses include consultant travel, postage/shipping, telephone, support services, candidate due diligence efforts. copying etc. $12,000 3,000 Advertising: *Advertising costs over $2,500 will be placed only with client approval. If less than $2,500, Client is billed only for actual cost. 2,500* Total: $17,500** **This fee does not include travel and accommodations for candidates interviewed.

12 page 12 Why Choose GovHR? We ask you to consider the following as you deliberate: We are a leader in the field of local government recruitment and selection with experience in more than 24 states, in communities ranging in population from 1,000 to 1,000,000. More than 28% of our clients are repeat clients showing a high level of satisfaction with our work. We encourage you to call any of our previous clients. We are committed to bringing a diverse pool of candidates to your recruitment process. We network extensively with state, city and county management associations, attending more than 20 state and national conferences each year. In addition, we support and attend the meetings of Women Leading Government, the International Hispanic Network, the California Network of Asian Public Administrators, and the National Forum for Black Public Administrators. We conduct comprehensive due diligence on candidates. Before we recommend a candidate to you, we will have interviewed them via Skype, conducted reference calls, and media and social media searches. Our knowledge of local government ensures that we can ask probing questions that will verify their expertise. We are your partners in this important process. You are welcome to review all the resumes we receive and we will share our honest assessment of the candidates. Our goal is your complete satisfaction. We are committed to working with you until you find the candidate that is the best fit for your position. We believe we have provided you with a comprehensive proposal; however, if you would like a service that you do not see in our proposal, please let us know. We can most likely accommodate your request. This proposal will remain in effect for a period of six months from the date of the proposal. We look forward to working with you on this recruitment and selection process! Sincerely, Heidi J. Voorhees President GovHR USA ACCEPTED BY THE TOWN OF EAGLE, COLORADO BY: TITLE:

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